March 19, 2019

 

On March 21, 2019, the International Day for the Elimination of Racial Discrimination, we pause to reflect on the inherent structures of power that advantage some over others. We also use this opportunity to recognize our union’s work in undoing these discriminatory frameworks and move forward to achieve an equitable society for all.

Built on a history of settler violence and colonialism, our efforts as a nation towards truth and reconciliation leave much to be desired. Going beyond lip service, Canadian policies must allocate adequate resources and funding for programs and services to meet the needs of Indigenous communities, including access to clean water and quality housing. Violence against Indigenous girls and women, and the innumerable lives lost to and impacted by this, demand our attention as a nation.

From discriminatory immigration policies that consider migrant workers good enough to work here but not good enough to belong here, to racial profiling that systemically discriminates against Black people, we, as activists, have much to advocate for. These systems of oppression and injustice perpetrate harmful stereotypes and uneven access to resources and political representation. For these reasons, amongst others, Unifor’s mandate to push for social justice is more relevant now than ever.

In our fight to defend human rights and combat racism, 2018 saw roundtable discussions that address these issues, along with tackling timely topics such as xenophobia and Islamophobia. Human rights training and courses that equip activists with the tools to be a voice for fairness and diversity in workplaces and beyond are other ways our union is paving the way for a more equitable world.

 

 

Solidarity

Christine Maclin

Director, Human Rights

 

Dear Members,

Public, high quality and accessible health care is under attack here in Ontario. The Ford government recently introduced Bill 74 The Peoples Health Care Act, and if enacted this bill would bring transformative, regressive changes to our public health care system.

Bill 74 does not improve patient services, reduce hospital wait times or increase frontline health care workers. The legislation would open the door to allow for-profit corporations to provide health care services to Ontarians. Moving health care services to the private sector has resulted, time and again, in unequal access based on what patients can afford to pay.

To understand how Bill 74 would impact workers and Ontarians, I am inviting you to join us for a telephone town hall on Tuesday, March 26 at 6:30 pm.

Here is how you can participate:

 

Listen online: https://video.teleforumonline.com/video/streaming.php?client=12250

Ontarians must speak up now because we cannot afford to let Bill 74 pass.

 

In solidarity,

Naureen Rizvi
Ontario Regional Director

Read the full award here

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Bell Canada v. Unifor, Local 6007 – Admin Letters, Attendance Policy – Award Read more

AWARD

I. WHAT THIS CASE IS ABOUT

1. As originally styled in the grievance the Union’s focus was on the
“Administrative Letters” concerning absences which have been issued by Bell as part of
its Attendance Management Policy (“AMP”). The Union alleged that the Administrative
Letters are being issued in a manner that is unfair, unreasonable, arbitrary and contrary to
the collective agreement. At the hearing the Union modified this somewhat by adding
that the entire AMP is discriminatory, as well as unfair, unreasonable, arbitrary and
contrary to the collective agreement, and also contrary to what is referred to in labour
relations shorthand as the KVP principles (established by the KVP Co. Ltd. v. Lumber &
Sawmill Workers’ Union, Local 2537, (1965) 16 L.A.C. 73 (Robinson) decision). In his
opening statement, Mr. Russell cited Articles 1 (Employment Equity – specifically
Article 1.02 (Discrimination), 9 (Sickness Absence), 12 (Discipline), 27 (Management
Rights), Part III of the Canada Labour Code, and the Canadian Human Rights Act in
support of the Union’s allegations.

2. The Union submits that Bell’s AMP or use of the Administrative Letters in issue
must be struck down and seeks appropriate Declarations and Orders in that respect.

3. Bell denies that there is anything in its AMP or about its use of the Administrative
Letters that is contrary to the collective agreement, legislation, or unreasonable, arbitrary
or discriminatory or otherwise contrary to labour relations principles. Bell submits that
its approach to attendance management is reasonable and necessary for legitimate
workplace management purposes, and to offer employees appropriate health and safety
support in a timely way.

 

Visit the Resources page below for more Awards

http://unifor1996-o.ca/resources/arbitration-awards/